Figures from PwC show that nearly one quarter (22%) of people aged 18 to 24 have experienced a long-term mental health condition, far in excess of the UK average of 8%. The PwC survey attributes mental health problems as the driver for economic inactivity. The problem is likely to become more acute as Gen Z will account for 27% of the global workplace by 2025 (McCrindle).
But why are our young people struggling so much more than previous generations with a range of mental health issues, with anxiety, depression and loneliness often stated as reasons for time off work?
Read more: Work must work for all ages and generations
A sheltered and isolated generation
Research indicates that Gen Z has the lowest levels of social and emotional wellbeing compared with the generations before them. The rise of social media means they are the most connected, yet disconnected society to date. Spending time on social media can foster feelings of inadequacy and a distorted sense of reality through comparisons with the idealised and curated lifestyles of peers and celebrities. Social media has also led to a disturbing rise in cyber bullying. Social media plays an enormous role in the lives of Gen Z; its use has contributed to isolation and has been linked to increased anxiety and depression.
Read more: How HR can retain Gen Z employees
In addition, modern parenting styles – underpinned by anxiety over the safety of children – has produced a fearful generation who have been less exposed to challenges than decades earlier, meaning they have struggled to develop resilience and cope with adversity. This over-sheltering and what psychologists call the ‘comfort crisis’, a lifestyle of convenience and the avoidance of discomfort, may be adding to mental health challenges.
How to help
Employers can support young people by helping them to build resilience and deal with their mental health issues through a range of practical steps:
• Offer workplace benefits such as therapy coverage, wellness programmes and mental health first-aiders.
• Encourage people to speak up. Employees should feel able to speak openly about their anxieties and problems in a culture where discussing mental health is accepted rather than stigmatised.
• Foster an understanding culture. Young people should be encouraged to ‘be themselves’ rather than try to adapt to a one-size-fits-all company culture. It’s important for them to feel comfortable and empowered to express their own personality and views. Gen Z manager training sessions about employees’ priorities, motivations and worries help bridge any misunderstandings caused by the generation gap.
• Providing regular feedback is crucial to helping young employees to understand where they're doing well and where they can improve. But it works both ways: they can provide valuable insights and tell you about their specific needs.
• Let them know how they are making a difference. This generation places great importance on feeling empowered, valued, included and respected at work.
• Ensure that you are communicating well. It’s important to convey company values clearly and help younger employees. Gen Z’s value honestly and transparency in the workplace.
Read more: Health benefits most valued by younger workers
Instead of focusing on generational differences, employers must support the next generation not just for their benefit but to ensure that we take advantage of their energy and new ideas. Gen Zers have many great qualities including being highly collaborative, flexible, and tech savvy. The older generation would do well to help them thrive and reach their potential.
By Zoe Odusina, chief people officer at Reassured
